3.2 Describe actions that can be taken to motivate own team and improve performance linked to a theory of motivation
There is often a large emphasis placed on a manager to motivate individuals but as a leader you must contend with the fact that many of the employees you lead will not be as self motivated as you are. Only the person can actually motivate themselves, you can just offer up the opportunities for them.
The most effective way to think about motivation is in a balanced manner that incorporates both intrinsic and extrinsic factors. With a clear emphasis on supporting intrinsic motivation. The Three Needs theory is an example of internal motivation.
Think of it this way, sometimes we become so focused on using things such as money and other types of rewards that the rewards can become a much bigger focus than the work itself. And the rewards do not guarantee a higher standard of work.
However, managers can use extrinsic rewards, the most popular being goal setting and the use of reward. This may come in the form of prizes, vouchers or accolades. These are often called 'hard resources'.
Intrinsic methods are more accessible to managers and they involve how the person feels about the job and the company. These involve things such as valuing the person and are known as 'soft resources'.
Our style of management can greatly influence motivation. When we direct, or instruct others on what needs to be done and how (even if we are extremely nice in the way we do it and ask if they could things rather than tell) we are not demonstrating much value to their experience, knowledge or problem solving skills.
When we consult and ask for their views we are giving them that much more chance to know they are recognised as valuable.
We can also have an influence over the relationships. The quality of relationships at work matters. And none matters more than the relationship an employee has with his or her direct supervisor. In fact, the number one reason that professionals voluntarily leave jobs, is bad boss relationships. Whilst we are not trying to become best friends with the members of your team, you are trying to develop positive, helpful, and supportive relationships.
You want to aim to build a sense of purpose. This can be accomplished by sharing comments about why the work matters and how the team's work actually helps others. Use your comments, notes, or comments from others in the organization supported by your team, or from customers or clients you ultimately support.
You can use the Three Needs model by enabling opportunities for Achievement, Affiliation and Power.
Make sure you discuss actions that you can take and link them to the theory.
Explain why the actions would work.